Workforce Analytics maturity models are helpful, but only if they're interpreted the right way. The problem is, they usually aren't.
Hitachi wants to tell your boss how happy you are. The latest privacy incursion - er, I mean big data initiative - to hit the workforce.
Human Resources departments have finite resources of time, money, and focus. When it comes to effective Strategic Workforce Planning, what not to do is as important as what to do.
Adam Smith made the case way back in 1776 that the division of labour and economic progress are inextricably linked. Now we are dividing labour across geographic and language barriers through crowdsourcing and labour market platforms.
It's a case of ask and you shall receive when it comes to pay rises. Well, unless you're a female in the transport industry, you're below medium wage already, or you live in West Virginia, Kansas, Indiana, Nebraska, or Arkansas.
Real-time language translation is here. Could this be the most disruptive technology of our time?
An employee's data is worth a happy meal on the black market, and $81.50 on LinkedIn. How much is it worth to your organisation?
In order to put the "Strategic" into "Strategic Workforce Planning", you need to apply futuring techniques like environment scanning and scenario planning alongside workforce analytics.
